Over two-fifths of UK line managers at companies with more than 250 employees are in charge of teams of more than 10 people and many of them say that more recognition, direction, and employee benefits suited to their needs would improve their wellbeing, according to research from Legal & General Group Protection.
According to the Legal & General Wellbeing at Work Barometer, 34 per cent of line managers have teams of up to five individuals, while 22 per cent have teams of six to ten people. Almost 25 per cent indicated their staff size has expanded since the pandemic began.
When line managers were asked what would most improve their wellbeing, 41 per cent replied “more flexible working options,” 37 per cent said “recognition of work well done – informal and/or formal,” and 35 per cent said “more flexible employee benefits”, according to my needs.
Line manager respondents also said the top way they could be helped to improve the wellbeing support they provided to their teams was “recognition from the top that managers are employees and have wellbeing needs too,” with 41 per cent saying “clear direction from the top on company purpose and values and how wellbeing fits in,” and 38 per cent saying “clear direction from the top on company purpose and values and how wellbeing fits in”.
Meanwhile, team members said the top three ways an employer could help with their workplace wellbeing were: “offer me flexible working arrangements”, which was cited by 35 per cent, “talk more openly about mental health and the need for wellbeing for all”, which was highlighted by 32 per cent, and “lead from the top when it comes to positive wellbeing practises”, which was mentioned by 31 per cent of respondents.
Insurers and intermediaries, according to Legal & General, are ideally positioned to support line manager well-being. Support for stress risk assessments, the Be Well helpline, personalised care pathway support, everyday wellness support, the Be Well hub, and communication Toolkit are all part of the provider’s group income protection programme.
Legal & General Group Protection claims & governance director Vanessa Sallows says: “It’s broadly agreed that line managers are the glue that keeps an organisation running. Common-sense dictates that the larger and more fragmented teams become, the harder it is for the line manager to monitor and meet everyone’s needs, keep motivating the team and importantly avoid neglecting their own wellbeing. If this fine balance becomes destabilised, there is a knock-on effect on everyone involved, including recruitment, retention and productivity.
“Group risk intermediaries and insurers are well placed to support Line Manager wellbeing, in turn helping them give their best to their teams. Achieving this requires looking at group income protection differently, getting into all the aspects of support provided and, in particular, where there is multidisciplinary expertise that can help them work through what can be complex issues in terms of workforce wellbeing.
“This starts with management support in the shape of help to carry out stress risk assessments and it extends to direct access to vocational clinical specialists where managers might have specific concerns about an employee. Also, wellbeing training and toolkits, in addition to personalised care pathways will help. As industry body Grid recently said, it would be wise for employers to review their wellbeing provision against GIP embedded services.”
